The final “R” is by far the most difficult.  It is release.  At times it becomes necessary to release an employee, but it should only happen after you have gone through the previous three steps.  Not only is it an effective management approach, but it is also fiscally responsible one.  Consider the time and cost of hiring a new employee (travel, lodging, time spent pouring over resumes, etc.), and you have another vital reason for trying first to resource, retrain, or refocus your ineffective team member.

If it should come to firing an employee, here are several things to keep in mind.

Do

• Document well any conversation with employee that reflects on his/her job performance
• Write a summary for each stage through which you bring your ineffective team member.  Each document should summarize previous conversations (will be easy if you have documents from which to draw) that cover the “whys” of going through each of the “R” stages.  You should have the team member sign it.
• Communicate well with the rest of your team so that they feel secure in their job positions.  When anyone is fired, most people feel some insecurity in their position.  It is crucial that they be assured of the great job they are doing and understand their importance to the team.
• Be aware the the release employee may attempt to stir up dissension.  Let your team know that you want them to come to you if they hear from the former employee.  You must aggressively yet graciously deal with this kind of behavior. 

Don’t

• Gossip about the ineffectiveness of the released employee.  Rather promote a positive environment by celebrating recent successes of your present high performing team.
• Assume your team is not affected by the firing of one of their former teammates.  Some may have emotional and/or occupational attachments that will require your attention.  It is vital that you keep a pulse on the emotional well-being of your team.

While releasing an employee can be difficult, I have found in most cases that both the released and the remaining team are better for it.  But this feeling will only be true if the 4 Rs are handled appropriately.

I hope these simple steps have been helpful.  I would appreciate any suggestions, comments, and/or questions you may have that will help improve upon these 4 Rs of Managing an Ineffective Team Member.